Role of Knowledge Management in Training and Development

Knowledge management has defined, and will continue to define, an organization’s sustainable competitive advantage. In its broadest definition, knowledge management encompasses the many ways organizations may collect and disseminate an organization’s knowledge, insights, and experiences. The most effective knowledge management practices have the ability to promote both workforce cohesiveness and the achievement of strategic goals.

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Knowledge management is especially relevant to Human Resource (HR) professionals involved in training and development processes. By understanding the knowledge levels of employees, HR professionals can identify areas for improvement and design training programs that are relevant and effective. HR professionals can also improve training programs by incorporating knowledge sharing and information exchange elements. HR must be cognizant of knowledge management in training and development programs.

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Knowledge Management Definition, Its Role Within an Organization and Why it is Important to Integrate it into the Training Development Process?

Knowledge management refers to a sensible strategy of delivering the right knowledge to the right individual at the right time and assisting this individual to practice and share information in manners that attempt to enhance organizational performance. A knowledge management role in an organization is to ensure that the organization has access to the right knowledge that will benefit its operations. Having the right knowledge is important in ensuring that the organization only nurtures the development of knowledge that is resourceful to it. Effective knowledge dissemination is another role of knowledge management in an organization. Knowledge management should ensure that the knowledge gets to the intended individuals and in an intended manner to ensure that this knowledge builds their skills and knowledge in the specific task. Knowledge management should also ensure effective sharing of information among workers through mentoring, coaching, ideas sharing and consultation among other things. The other role of knowledge management is ensuring that the information is received in the right manner and at the right time. This ensures that the intended recipient uses this knowledge for the advantage of the organization. This concept is important for integration into the training development process because it guides on the selection of training materials and topics based on the organization’s operations, and the trainee role in the organization. It also focuses on identifying the best training strategies to ensure the knowledge and skill development of the trainee. In addition to this, it assists in identifying the right time to give particular information to specific people. Knowledge development concept can thus be integrated into training development process to assist in developing a training program that will be of great benefit to the organization by ensuring the training correlate with the organization’s knowledge need, and that the knowledge is offered in the right manner during training and to the right people to enhance their skills and ability to handle tasks in their respective working areas (McLean, 2009).   

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As a human resource professional, I would ensure that I understand the organizational goals and strategies meant to help in attaining these goals. I would then develop a training program that reinforces knowledge on the implementation of the identified strategies. The training materials and methods will focus on ensuring that workers have the necessary information, skill, and knowledge to assist in attaining the organizational goals. The strategies are like measures employed to achieve something. Strategies can, therefore, fit into the knowledge management concept by guiding the knowledge content. By understanding the strategies, knowledge management personnel will be able to decide on the right information and knowledge to offer to ensure that workers have what it takes to implement the define strategies (Noe, 2013).

Changes Needed to Current Practices in Training and Development

Training and development has for a long time been industrial based. This includes training on production, cost reduction, decision making, supervision, problem-solving, management and leadership among others. This needs to be changed to adopt a training that focuses more on work. This includes training on resource mobilization and use to enhance efficient and effective development of customer satisfaction (Majer & Bell, 2011). The training should focus on improving accountability on the use of natural and social capital to make production. The training should center on enhancing operations without downgrading the involved social and human capital. This will ensure that training address some of the major crises facing the business world at the moment.

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